MGMT 485 NEW FINAL EXAM QUESTIONS AND CORRECT
ANSWERS 100% VERIFIED
All of the following are metrics with which to evaluate recruitment effectiveness except -
ANSWER opportunity cost of not hiring the "next best" candidate.
What are factors affecting whether human resources are a strength or a weakness -
ANSWER -Accuracy and level of HR planning.
-Effectiveness of selection programs.
-Effectiveness of training programs.
-Effectiveness of development programs
Research suggests that using words such as "innovative" and "progressive" to describe
a job should be used when trying to attract - ANSWER racial minorities
Regardless of the Selection Measure, a NUMBER should be used to assign to score the
measure...even when the measure is not strictly quantitative - ANSWER True
All of the following are recruiting expenses except - ANSWER administering employment
tests
All of the following are purposes of recruiting except - ANSWER to maximize current
profitability
What are the three stages of recruiting - ANSWER -Attracting and Generating Interest
-Maintaining Interest
-Organization's Decision to extend job offer(s)
,At later stages of recruitment, specific and detailed information about an organization is
viewed negatively by applicants - ANSWER False
Prefabricated/Tailored questionnaires are usually generic measures developed for use
with a variety of jobs - ANSWER True
The interview is one of the most frequently used methods of job analysis - ANSWER True
*also uses tests (ability, aptitude, mental), job simulations, and assessment centers
A useful tool for gathering information about a new job is to consult ONET - ANSWER
True
The most efficient method of gathering critical incidents using the Critical Incident
Technique is by working with individuals - ANSWER False
4 qualities of selection measure - ANSWER -individualization
-relevance
-measurability
-variance
A type of questionnaire that is easily tailored to a specific job is the Task Analysis
Inventory - ANSWER True
What are the steps in Task Analysis Approach - ANSWER 1. Identify and rate job tasks.
2. Specify the KSA necessary for successful job performance.
3. Prioritize the identified KSA.
4. Identify other employee characteristics necessary for job performance (height,
, weight, etc.)
5. Link KSAs & characteristics to job tasks.
6. Develop the content areas of selection measures
Which of the following is not a job analysis method - ANSWER Construct Validation
*they are job analysis interviews, questionnaires, critical incidents technique, SME or
workshop
In the context of human resources, SME stands for - ANSWER Subject Matter Experts
Broadly speaking, job analysis data helps to* - ANSWER All of the above
Job analysis is a purposeful, systematic process of collecting information on the
important work related aspects of the job - ANSWER True
-essential tasks/responsibilities
-working environment
-attributes and characteristics
-minimum level of performance
Work Related Information - ANSWER -work activities (TDR)
-tools and equipment used
-context of the work
-job specifications (KSA)
Organizations using a recruiting web site should avoid using employee testimonials on
the website itself - ANSWER False
ANSWERS 100% VERIFIED
All of the following are metrics with which to evaluate recruitment effectiveness except -
ANSWER opportunity cost of not hiring the "next best" candidate.
What are factors affecting whether human resources are a strength or a weakness -
ANSWER -Accuracy and level of HR planning.
-Effectiveness of selection programs.
-Effectiveness of training programs.
-Effectiveness of development programs
Research suggests that using words such as "innovative" and "progressive" to describe
a job should be used when trying to attract - ANSWER racial minorities
Regardless of the Selection Measure, a NUMBER should be used to assign to score the
measure...even when the measure is not strictly quantitative - ANSWER True
All of the following are recruiting expenses except - ANSWER administering employment
tests
All of the following are purposes of recruiting except - ANSWER to maximize current
profitability
What are the three stages of recruiting - ANSWER -Attracting and Generating Interest
-Maintaining Interest
-Organization's Decision to extend job offer(s)
,At later stages of recruitment, specific and detailed information about an organization is
viewed negatively by applicants - ANSWER False
Prefabricated/Tailored questionnaires are usually generic measures developed for use
with a variety of jobs - ANSWER True
The interview is one of the most frequently used methods of job analysis - ANSWER True
*also uses tests (ability, aptitude, mental), job simulations, and assessment centers
A useful tool for gathering information about a new job is to consult ONET - ANSWER
True
The most efficient method of gathering critical incidents using the Critical Incident
Technique is by working with individuals - ANSWER False
4 qualities of selection measure - ANSWER -individualization
-relevance
-measurability
-variance
A type of questionnaire that is easily tailored to a specific job is the Task Analysis
Inventory - ANSWER True
What are the steps in Task Analysis Approach - ANSWER 1. Identify and rate job tasks.
2. Specify the KSA necessary for successful job performance.
3. Prioritize the identified KSA.
4. Identify other employee characteristics necessary for job performance (height,
, weight, etc.)
5. Link KSAs & characteristics to job tasks.
6. Develop the content areas of selection measures
Which of the following is not a job analysis method - ANSWER Construct Validation
*they are job analysis interviews, questionnaires, critical incidents technique, SME or
workshop
In the context of human resources, SME stands for - ANSWER Subject Matter Experts
Broadly speaking, job analysis data helps to* - ANSWER All of the above
Job analysis is a purposeful, systematic process of collecting information on the
important work related aspects of the job - ANSWER True
-essential tasks/responsibilities
-working environment
-attributes and characteristics
-minimum level of performance
Work Related Information - ANSWER -work activities (TDR)
-tools and equipment used
-context of the work
-job specifications (KSA)
Organizations using a recruiting web site should avoid using employee testimonials on
the website itself - ANSWER False
